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  • Highest Priority Service (Time To Fill < 30 Days)

  • 100% Performance-Based (98% Offer Acceptance Rate)

  • High-Quality Shortlists of 3-5 Candidates in 10 Days

  • 6-12 Month Guarantees (92% 12-Month Retention Rate)

  • Full Commitment Until Offer Acceptance

  • Fully Refundable Engagement Fees (Director, VP & C Level)

  • Dedicated Client Portal with Candidate Pipeline Overview

  • Exclusive First Right of Refusal on Every Candidate

  • Originally Sourced Talent with Every Search

  • Full Weekly Progress Reports

  • Competitive Contingent Search Options Available

Start Your Search Today


Phase 1 - Initialize the Search

Step 1: Develop client message
Interactive dialogue pertaining to market position, competitive landscape, organizational structure, corporate culture and value proposition.

Step 2: Define search requirements
Full needs analysis resulting in written search assignment (position requirements, roles & responsibilities, benefits and compensation).

Step 3: Brief the firm
Each member of search team is oriented to the agreed upon and objectives of the search project.

Step 4: Create search strategy
Compile a targeted list of sources most likely to identify appropriate candidates. These sources include networking with industry contacts, executive level contacts, database and original sourcing outreach

Phase 2 - Implement the Search

Step 1: Identify potential candidates
Search team takes client message to market by contacting targeted source list.

Step 2: Interview and qualify prospects
Assess credentials, motivations, and career objectives and qualify achievements based upon client requirements.

Step 3: References
In-depth verification of W-2, work history, character reference with a number of different contacts including supervisors, peers, customers and direct reports.

Phase 3 - Candidate Selection

Step 1: Candidate presentation
Email presentation of shortlist of qualified candidates.

Step 2: Client & Candidate interviews
Coordinate and manage logistics of interview process. Pre and Post interview briefings with candidates and clients are conducted.

Step 3: Select final candidates
Interactive consultation with client to narrow shortlist to finalists.

Step 4: Pre-offer preparation
Re-confirm compensation criteria, revisit counteroffer and start date availability. Confirm commitment to opportunity to ensure extended offer will result in acceptance.

Phase 4 - Extension and Closure of Offer

Step 1: Offer presentation
Present components of offer inclusive of compensation (bonus, commission structure, stock, etc.) benefits, title, reporting structure, and start-date.

Step 2: Negotiation
Keeping client's and candidate's best interest in mind, securing final agreement of terms.

Step 3: Formal acceptance of offer
Obtain signed offer letter. Manage candidate resignation process including written and verbal notice, counteroffer avoidance, etc.

Step 4: Follow-up
Track progress of resignation through successful integration within new corporate environment.
Ready to start your search?

Contact us directly by phone or email for more information. 

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